> ## Documentation Index
> Fetch the complete documentation index at: https://knowledge-base-starter.mintlify.site/llms.txt
> Use this file to discover all available pages before exploring further.

# Performance reviews

> How the review cycle works, what to expect, and how to prepare.

We run two review cycles per year: mid-year (July) and annual (January). The annual review informs compensation adjustments. The mid-year review is developmental—no comp decisions are made.

## Timeline

| Month              | What happens                  |
| ------------------ | ----------------------------- |
| December           | Self-assessment opens         |
| January (week 1)   | Peer feedback collection      |
| January (week 2-3) | Manager writes reviews        |
| January (week 4)   | Review conversations          |
| February           | Comp adjustments communicated |

Mid-year follows the same structure, compressed into two weeks in July.

## Self-assessment

You'll fill out a self-assessment in the HR portal. Questions cover:

* Key accomplishments from the period
* Areas where you grew
* Areas you want to develop
* Anything your manager should know

Be specific. Vague answers make the manager's job harder and often result in weaker feedback.

## Peer feedback

You'll nominate 3-5 peers. Your manager may add or adjust the list. Peer feedback is confidential—reviewers are not identified in your review.

Give honest, specific feedback when you're a reviewer. "Great to work with" helps no one.

## The review conversation

Your manager will share your written review before the meeting. Read it in advance. Come with questions and reactions.

The conversation should cover: what went well, what to work on, and what success looks like in the next period.

## Ratings

We use a five-point scale:

| Rating                       | Meaning                                                 |
| ---------------------------- | ------------------------------------------------------- |
| 5 — Exceptional              | Consistently exceeded expectations, had outsized impact |
| 4 — Strong                   | Met and often exceeded expectations                     |
| 3 — Meets expectations       | Solid, reliable performance                             |
| 2 — Developing               | Some gaps; an improvement plan may follow               |
| 1 — Not meeting expectations | Significant performance concerns                        |

Most employees fall in the 3-4 range. A 3 is not a bad rating.

## Questions

Contact your HR business partner or post in `#people-help` on Slack.